5 Easy Ways to Improve Contingent Workforce Program Adoption Now

By McLean Robbins | January 27, 2022

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Key Points

Build your business case for why you need a contingent workforce program and start by establishing program goals.

Define a policy owner and make sure there is a streamlined approval process in place to keep things moving smoothly once the program begins.

Establishing key success metrics that you can track is a great way to continually promote and update your organization on how the program is doing.

At the last company I worked with, I was responsible for hiring freelance writers, editors, designers and, well, all things marketing related. I searched job boards and marketplaces to find the right talent, at the right cost, for the projects I had on the docket for the year. Then, I had to appeal to finance to get the funds for these independent workers. (Which, by the way, was much easier than if I were looking for FTEs.)

But, at first, it wasn’t easy getting buy-in from my executive team. They didn’t want to bring in freelancers and they were nervous about implementing a contingent workforce program. While I knew that freelancers could add staffing flexibility and more expertise than I could hire on full time at a lower overall cost, they needed more to be convinced. Day after day, I worked to present my business case. I gathered my success criteria and implemented a feedback loop. Then, I added policies and procedures for both the internal and external team. And eventually, my execs gave me the green light to beta test a contingent workforce program.

And it worked.

Unsurprisingly, they saw the success my team had and the impact we made on the organization’s entire bottom line. (Spoiler alert, it was significant.) And, they decided to implement it company-wide. When we had natural attrition, most often, we’d not replace the full time employee. Instead, we’d add a freelancer to complete project-based work.

If you’d like to get started with a contingent workforce program, here are five tips you can use to get buy-in.

1. Start with a Strong Business Case

Build your business case for why you need a contingent workforce program. What benefits will you find? What projects will be completed that would otherwise sit idle? And, what will the return on investment look like? (And don’t forget to include the time, costs, and productivity loss associated with finding, interviewing, hiring, onboarding and training.)

Start by defining your program goals. Is your objective to drive efficiency? Or are you looking to save costs or mitigate risk? With clear goals in mind, you can start promoting your program internally along with the reason you are implementing it, how it works, and how it will benefit the company.

2. Set Clear Policies

As part of your contingent workforce program structure, include a clear policy for contractor engagement. This policy should establish roles, responsibilities, and rules for identifying, engaging, and managing your independent workforce.

Define a policy owner and make sure there is a streamlined approval process in place to keep things moving smoothly once the program begins. If needed, provide additional training for hiring managers or HR staff involved in this process. Taking the time to properly educate employees about the program will ensure they fully understand the policy and can pass on their knowledge to others.

3. Track Success Metrics and Performance

Establishing key success metrics that you can track is a great way to continually promote and update your organization on how the program is doing. Schedule quarterly business reviews to track performance and communicate these results to staff. Use these results to refine, enhance, or change your program as needed.

4. Gain Internal Support

For internal staff to follow along, executives and key stakeholders must first understand and champion your program. To obtain this buy-in, include executives and stakeholders from the start and involve them in the process of designing your program.

When presenting your ideas, be sure to clearly outline why the program is needed, list the benefits it will offer, and share how you will ensure success. Throughout the process, ask for and leverage feedback from stakeholders. Once they are on board, it will make your job of messaging the new program throughout the organization much easier.

5. Continually Improve by Gathering and Responding to Feedback

Providing reports on program performance helps to open lines of communication between everyone in your organization. If your program is highly visible and staff are involved and kept up-to-date, they are more likely to be committed to the success of the program.

Asking for feedback both from internal users as well as your base of independent professionals can be a great way to increase engagement and solicit helpful ideas. By understanding the needs of both audiences, you can improve your program in the best way possible.

Remember, your program is a dynamic process. As your organization grows and as your contractor base increases, look for opportunities to improve and evolve. Firms like MBO Partners offer many strategies and tools that can help you increase the adoption of your independent workforce program.

For more information on independent workforce programs, contact us today.

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